Mergers seek to enhance two business’ processes by uniting forces.

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Often, it is CEOs and the rest of the C-suite who are thinking of ways to improve revenue, reduce costs, and streamline processes.

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However, leadership isn’t the only sector affected by mergers. Arguably, it’s the rest of the workforce that feels the shift the most.

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All of a sudden, two business cultures are forced to coexist.

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Their ways of doing things will never be the same, and sometimes they’re even opposites. 

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Combining innovative "new school" approaches with traditional "old school" practices is no simple task.

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But creating a shared culture is necessary. It's the effectiveness in the new company.

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So how can leaders find the balance?

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Keep scrolling to learn how to create a shared culture that uplifts your business!

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Emphasizing open communication

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One crucial element in creating a shared culture is creating a safe space for conversations.

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Transparency becomes the bridge that connects employees accustomed to different work environments.

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How else could they know what is expected of them?

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By providing a clear vision, you can effectively communicate the values and goals of the merger.

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Be ready to address any concerns and promote an environment of familiarity and warmth, where employees can reach out to you and other leaders for anything.

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Inclusive team-building activities

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Team-building activities play a vital role in fostering camaraderie and understanding among employees from divergent cultures. 

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In the merging process, organize inclusive activities that encourage collaboration, communication, and mutual understanding to break down barriers.

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Shared experiences create a sense of unity and reinforce the idea that everyone is working towards common objectives.

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And integration should also extend beyond the confines of the office. 

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Social events. Outings. Workshops.

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Anything that facilitates personal connections among team members. 

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Building relationships outside of professional settings can lead to increased understanding and appreciation of each other's backgrounds.

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Equity participation

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Implementing equity participation, where employees have a stake in the success of the company, is a powerful strategy for aligning interests and creating a shared culture.

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By providing tangible incentives tied to results, companies can motivate employees to work collaboratively towards shared goals. 

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This approach fosters a sense of ownership, where individuals feel personally invested in the success of the organization.

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While it doesn’t solve root problems like the other suggestions, it does provide a real incentive to work together and push for success.

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Leadership and resistance

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Leaders play a pivotal role in guiding the cultural fusion process.

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They must exemplify the values they want to instill in the organization, demonstrating openness to change and embracing the strengths of both cultures.

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But they must also take responsibility for the resistance that may emerge.

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Employees are likely to feel uncomfortable or unsure about the decision at first, and they have the right to express their doubts.

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So, recognizing and addressing this resistance is crucial for successful cultural integration.

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Find ways to validate their feelings while providing them with answers and solutions.

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Adequate training. Mentorship programs. A structured change management approach. 

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Help employees navigate the transition and understand the benefits of the shared culture.

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Mixing it up

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Creating a shared culture in the merging of divergent business cultures is complex.

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However, the rewards make it all worthwhile. So give it your best shot.

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Prioritize open communication.

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Come up with inclusive activities.

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Offer equity participation.

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The ultimate goal is not merely coexistence but a harmonious fusion that propels the organization toward sustained success.

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Through effective leadership, you can bridge the gap between all sides of the cultural spectrum.

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If you want to learn more about this topic from a real-life example, listen to this week’s episode of TOP CEO, with VitaTek’s CEO!

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Ever thought about creating your own thought leadership content? At TOP Thought Leader, we amplify new and established voices so they can become pioneers of their generation. Get in touch with us and embark on your journey!